By now, you must be familiar with our 10 Employee Engagement Metrics. When you start gathering sufficient data to notice trends, it's important to comprehend the evolution of the Metrics, what they reflect and which ones to focus on.

Here's a step-by-step breakdown of how to make the best out of the information provided to you through Officevibe.

1. Understanding the Evolution of the 10 Metrics.

Officevibe provides you with three types of Reports:

The overall Engagement Report for your team as well as your whole organisation

The Group Comparison Report, which allows you to see and compare the score for every Metric in each group.

The Variation view where you get to see the evolution of each Metric for each group for a specific period of time.

In order to break down data and understand the evolution of the 10 Key Metrics per groups, we recommend using the Variation view. Click on Report - Group Comparison - Variation. From there you can specify the period of time you want (custom date range). Usually, over a three month period, you get a good insight of how the Metrics evolved during that period. You can also select multiple groups to compare from the top right corner filter.

In the breakdown of the Metrics per groups, you see color. Red means the metric has gone down during the specified period and Green means it went up.

2. Choose One Metric to Work on

The 10 Key Metrics that drive Employee Engagement are explained in this eBook .

You've probably noticed that some Metrics are closer to the employee than other (e.g. relationship with the managers VS company alignment). Research shows that the closer we get to the employee, the more impact we have on their engagement. Thus, if you see multiple areas of opportunities for a group, we recommend you start with those which link to the Relationships with Managers/with Peers, Feedback or Recognition.

3. Set a Goal

An individual can be engaged on a personal level, but to get the most impact on performance, you will need to engage a certain amount of team members. We noticed a score of 7.5 on the scale makes it so that impact on performance is highest. The effect on performance past 7.5 is exponential.

To set the goal, click on the desired Metric to access the Sub-metrics within that Metric.

When setting the goal you should make sure to make it SMART:

S - specific, significant, stretching

M - measurable, meaningful, motivational

A - agreed upon, attainable, achievable, acceptable, action-oriented

R - realistic, relevant, reasonable, rewarding, results-oriented

T - time-based, time-bound, timely, tangible, trackable

4. Develop an Action Plan

Developing an action plan is one thing, but making sure that these actions bring change in your organization is another. We recommend involving:

1. The Employees

A participatory approach is the best way to ensure people will change their behaviours. If they find a solution, there is a better chance they will implement it because they already accepted it.

You could, for example, create a small workshop session where small groups of employees work together to brainstorm solutions to achieve the goal. Then, each group present their ideas and together you can select 3 that will be implemented.

2. The Senior Leaders of the Organization

The support of leaders in the organization that have the influence to push decisions is a critical success factor for change. Make sure that you will be supported as a leader to implement the change and achieve your goal. Because of their credibility, leaders act as champions of change by communicating the vision, underlying the legitimacy of changing and providing resources they have access to if needed.

So you have set the goal and defined the road to get there, but your job is not yet done.

You will have to reinforce the desired behaviours. For example, if your team decides that 4 small team building activities during lunch time each month for a period of three months is the desired behaviour to increase the relationship with colleagues, make sure to schedule some time for it.